✔️ [People] L&D

Question 1

Process of increasing a job’s depth by adding responsibilities to the job.

Answer 1

Job enrichment

Question 2

Progression through a series of employment stages characterized by relatively unique issues, themes, and tasks.

Answer 2

Career development

Question 3

Planned approach to learning that includes a combination of instructor-led training, self-directed study, and/or on-the-job training.

Answer 3

blended learning

Question 4

System that holds course content information and has the capability of tracking and managing employee course registrations, career development, and other employee development activities.

Answer 4

Learning management system (LMS)

Question 5

Activities that focus on preparing employees for future responsibilities while increasing their capacity to perform their current jobs.

Answer 5

Developmental activities

Question 6

Acquisition and/or transfer of knowledge within an organization through activities or processes that may occur at several organizational levels; ability of an organization to learn from its mistakes and adjust its strategy accordingly.

Answer 6

Organizational learning

Question 7

Movement between different jobs.

Answer 7

Job rotation

Question 8

Related to technical skills training; often a partnership between employers and unions.

Answer 8

Apprenticeship

Question 9

Instructional design model that works to gain feedback and build models early in the process; generally has three phases: preparation, iterative design, and iterative development.

Answer 9

Successive approximation model (SAM)

Question 10

Instructional systems design framework consisting of five steps that guide the design and development of learning programs.

Answer 10

**ADDIE model
**
* Analysis/asses, Design, Development, Implementation, Evaluation
* Analysis: collect data to identify gaps. needs assessment or needs analysis via interviews, observation, or surveys.
* Design: info from needs analysis is used to develop broad goals and objectives
* Development: material is created, purchased, or modified to meet goal. case studies, role play, exercises, simulations
* Implement: the prgram is delivered. pilot prgrams, revisions, announcements, and launches
* Evaluate: measuring the effectiveness

Question 11

Relationship in which one person helps guide another’s development.

Answer 11

Mentoring

Question 12

Process of broadening a job’s scope by adding different tasks to the job.

Answer 12

Job enlargement

Question 13

Instructional design model based on concept that training should be tightly focused on specific performance measures that the organization has determined are important.

Answer 13

Action mapping

Question 14

Document that guides employees toward their goals for professional development and growth.

Answer 14

Individual development plan (IDP)

Question 15

Learning/development programs offered initially in a controlled environment with a segment of the target audience.

Answer 15

Pilot programs

Question 16

Training and professional development programs targeted at assisting management- and executive-level employees in developing the skills, abilities, and flexibility required to deal with a variety of situations.

Answer 16

Leader development

Question 17

Organization characterized by a capability to adapt to changes in environment.

Answer 17

Learning organization

Question 18

Training provided to employees at the work site utilizing demonstration and performance of job tasks.

Answer 18

On-the-job training (OJT)

Question 19

Preparing, implementing, and monitoring employees’ career paths, with a primary focus on the goals and needs of the organization.

Answer 19

Career management

Question 20

Career development programs that identify meaningful career paths for professional and technical people outside traditional management roles.

Answer 20

Dual career ladders

Question 21

Actions and activities that individuals perform in order to give direction to their work lives.

Answer 21

Career planning

Question 22

Assessment tools that present prospective leaders with sample situations and problems they might encounter in a work environment.

Answer 22

Situation judgment tests (SJTs)

Question 23

Ability to influence, guide, inspire, or motivate a group or person to achieve their goals.

Answer 23

Leadership

Question 24

Assessment tools that provide candidates a wide range of leadership situations and problem-solving exercises.

Answer 24

Assessment centers

Question 25

People who learn best through a hands-on approach; also called tactile learners.

Answer 25

Kinesthetic learners

Question 26

Focused, interactive communication and guidance intended to develop and enhance on-the-job performance, knowledge, or behavior.

Answer 26

Coaching

Question 27

Process by which employees are provided with the knowledge, skills and abilities (KSAs) specific to a task or job.

Answer 27

Training

Question 28

70-20-10

Answer 28

• 70% challenging assignments, 20% developmental relationships, 10% coursework and training
  
  • Used for executives, but overall works well for learning adults

Question 29

Global HR professionals charged with the responsibility of (bb)

Answer 29

“🔐 Global HR professionals charged with the responsibility of designing, developing, and delivering cross-border or cross-cultural learning and dev programs must do so within the context of two important influences:
strategic orientation - how the org steers a path between global integration and local differences
stakeholder buy-in support
These 2 key factors have implications for all aspects of the learning and dev process”

Question 30

Conceptual framework that makes patterns clearer and helps one see how things interrelate and how to change them

Answer 30

Systems thinking

Question 31

Deeply ingrained assumptions that influence how we understand the world and how we take action

Answer 31

Mental Models

Question 32

High level or proficiency in a subject or skill area

Answer 32

Personal Mastery

Question 33

aligning and developing the capacity of a team to create the results its members desired outcome/desire

Answer 33

Team learning

Question 34

Look into the future that fosters genuine commitment and is shared by all who need to posses it

Answer 34

Shared vision

Question 35

learning org bb

Answer 35

“🔐 A learning organization is a type of org that has ‘learned’ to react and adapt to its environment. A learning org provides the environment for organizational learning
Learning organizations are committed to retaining knowledge over time
Organizational learning occurs at individual, group, and organizational levels. A learning organization learns to react and adapt to its environment.”

Question 36

explicit & tactic

Answer 36

Knowledge is catagorized into explicit or tactic. Explicit can be shared via tools or a database; whereas tactic is experienced-based and personal, so it’s not quantifiable

Question 37

• discipline that studies how adults learn
  
  • Self-concept, experience, readiness to learn, orientation to learning, motivation to learn, “unlearn to learn”

Answer 37

Andragogy

Question 38

• Low tolerance for change
  
  • Lack of trust
  • Peer group pressure (perceptions)
  • Bad experience with previous learning programs
  • Lack of organizational commitment to learning

Answer 38

resistance to learning

Question 39

Most adult learning occures through (bb)

Answer 39

🔐 Most adult learning occures through job and life experiences and from relationships with others. Adult learners come to the table with skills and knowledge. Use this knowledge and integrate learning and dev programs into employees day-day expereinces as much as possible. Evaluate their current skills against the desired org goals and involve the adult learner in the planning of the L&D activies. Foster learning relationships through coaching, mentoring, on-job training, apprenticeships as approproiate

Question 40

Learning stype refers to (bb)

Answer 40

🔐 Learning stype refers to the way individuals take in and process new info. The concept is based on the idea that people learn different and that tailoring the delivery of the info to address those differences will enhance learning and retention. Observation and instructor inference about learner behaviors are required in order to identify the learning style. An awareness of these styles allows for HR professionals to interpret and reflect on ways to accomodate each style of learning

Question 41

2 formulas for IDPs (bb)

Answer 41

“🔐 There are various formats and templates for IDPs. At a minimum, an IDP should include the following information:

Employee profile—name, position title, name of the employee’s supervisor, and other relevant position information

Career goals and objectives—identification of the position(s) and roles to be pursued and the time frames; identification of short- and long-term goals with estimated and actual completion dates

Development objectives—statements linking organizational and/or business unit mission, goals, and objectives and the employee’s career goals and objectives

Training and development interventions—activities the employee will pursue to build knowledge, skills, and/or behaviors with estimated and actual completion dates

Outcomes—how development-building efforts will be measured or assessed

Signatures and dates—sign-offs by the supervisor and the employee”

Question 42

dual career / manager

Answer 42

A dual career ladder allows technical employees to earn as much as they would in a management position.

Question 43

Culturally, be careful of “born” vs “made”

Question 44

_ occurs when traditionally higher-level leadership responsibilities are transferred to leaders at lower levels. This is partly a function of the trend toward flatter organizations, but it is also due to the greater frequency and complexities of challenges. What was typically handled by senior leaders in the past has been handed down to junior leaders so the former can focus on even more complex issues.

Answer 44

Task migration

Question 45

is a process that introduces individuals from across the organization to each other so that they can share knowledge and experience about a topic that is of interest to them. This tool may not result in specific, predetermined outcomes, but it generally results in networking opportunities.

Answer 45

knowledge cafe

Question 46

_ involves stretch assignments that support the development of leaders. Experiencing failures, difficulties, and periods with little or no support help the individual develop competence and resilience.

Answer 46

hardship testing

Question 47

_ gather and report feedback from managers, peers, and subordinates for a complete picture of skills and weaknesses for leader development. If there is consensus among the findings, the founder may be forced to face facts. Situation judgment tests, assessment centers, and emotional intelligence tools won’t be helpful in convincing the CEO that she needs to change.

Answer 47

360 degree assessments

Question 48

The primary barrier participants experience is the lack of reinforcement and support when they try to apply training to the job.

Question 49

Job enlargement attempts to alleviate the boredom and low morale associated with excessive job simplification. It increases the number of tasks to be performed, expanding the scope of the job and allowing for more variety, but all of the tasks require the same skill level. Job enrichment, which is sometimes confused with job enlargement, increases the depth of a job by adding increased responsibility for planning, organizing, controlling, and evaluation